The Future of HR: Lucy Adams on What's Next
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The future of HR isn’t about better software or streamlined processes. It’s not about upgrading performance reviews from annual to biannual. It’s about something far more radical — putting people (yes, the real, complex, gloriously human kind) back at the heart of it all.
That was the rallying cry from Lucy Adams, CEO of Disruptive HR, during her keynote at EmpowerHR 2025 Europe. Her message to HR leaders? Stop polishing the old playbook. It’s time to write a new one.
Her talk laid out three foundational principles that challenge conventional wisdom and push HR to evolve — not just incrementally, but meaningfully. Because the next era of work doesn’t need more processes. It needs more humanity.
Learn how to lead HR with people at the center.
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Podcast: Creating a Culture of Radical Respect
For many, work is more than a paycheck — it’s a place to belong, grow, and be valued. But creating that kind of workplace doesn’t happen by accident.
According to Kim Scott, the New York Times bestselling author of “Radical Candor” and “Radical Respect,” the foundation is simple but powerful: radical respect. “We all want to be on a team where our individuality contributes to the strength of the team, and the team helps us realize our fullest potential,” Kim says.
So what’s standing in the way? Bias, prejudice, and bullying — the three forces Kim sees as the biggest threats to psychological safety. And the only way to tackle them? Talk about them. Honestly. Directly. Often.
Managers are tasked with a lot these days. Creating and maintaining positive relationships with direct reports is at the core of enabling engagement, improving the employee experience, aligning with company objectives, productivity, and retention.
Are your managers having the right conversations — the ones that promote these outcomes?Download our comprehensive guide to learn how to:
Have the right conversations — what employees want to talk about, when to check in, and how to make those moments count.
Ask better questions — structure your conversations, handle tough topics, and keep dialogue flowing.
Understand what’s underneath — recognize hidden biases and tap into the psychology that makes conversations work.
Get the guide and empower your managers to build stronger, more connected teams.
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